Tuesday, 12 September 2017

Aptitude test is a method by which organizations assess the thinking abilities of candidates. Nowadays almost all organizations in all sectors have included aptitude test as an integral part of their selection process. It aids HR managers in their hiring process by making it easier to screen out job applicants.

Not only does the aptitude test help recruiters to test past knowledge of candidates but they can also assess their capacity for future performance. An aptitude test is important for recruiters as it reduces labour hours invested in recruitment, the cost incurred in lengthy selection processes and it also deducts down the turnover of employees as well.

These tests are used in almost all sectors and at all levels, from recruitment to training needs and also for promotion. All these different needs require a different level of assessment. Thus there are different aptitude tests for different job roles such as aptitude tests for finance jobs, aptitude tests for software developers, aptitude tests for mechanical engineers, etc.

These tests can evaluate different skills sets and aspects of a candidate which helps recruiters to conclude onto many decisions. As every role and job profile require different skills these tests evaluate various skills based on which recruiters can decide which candidate is fit for which job profile.

Skills Aptitude Tests Assesses

Reasoning: Ability to comprehend patterns and figures and to critically examining information. These abilities project management skills and thus such aspects are more emphasized for managerial role tests, such as aptitude tests for HR managers, Executives, etc.

Quantitative Aptitude: Ability of an individual to assess mathematical knowledge. These are emphasized in aptitude tests for software engineers, etc.

Creative Skills: Ability to think out of the box and innovating new ideas. These are emphasized in aptitude tests for fashion designers, etc.

Leadership Skills: Abilities to manage the human resource. These are emphasized in aptitude tests for human resource executives.

Perceptual speed and accuracy: Abilities to calculate and comprehend, to calculate and take decisions. These are emphasized in aptitude tests for finance jobs.

Mechanical reasoning: Abilities to comprehend the working of machines. These are emphasized in aptitude tests for mechanical engineers.

Employee turnover: Organizations bares huge loss when hired employees leaves the firm, these tests also help in analysing which employee will stay and also to know whether the employee is cabal of sustaining in the origination culture or not

Efficient and accurate: Aptitude tests help organizations to compare candidates for recruitment or promotions as they provide empirical data in comparisons to interviews which provide qualitative data which has chances of bias or unfair judgment.

True judgment: recruiters can see the correct face of a candidate which can be faked before an employer or can get lost in nervousness. These tests reveal the real knowledge of a candidate.

Standardize: As these tests are standardized, the results are reliable. Their validity can be proven legally and thus the recruitment process remains transparent and no disputes arise.

Assess needs for training – In an organization, people can be assessed with help of aptitude tests that whether they require training or not and if they do then in what areas.